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Looking to hire an Artificial Intelligence Specialist? This comprehensive guide covers the key steps to find and hire the right candidate for your business. Learn more at: https://buff.ly/3zqPpIN @[Boardroom Advisors: Part-Time CEOs MDs NEDs for Scale-Ups and SME's.](urn:li:organization:35494601)

Interviewed a bunch of great candidates on Friday for the Senior AI position at Trullion. Sadly I had to reject all of them. These six had everything it took: technical skills, theoretical knowledge, creativity, but they failed on culture fit. They refused to commit to sticking to predefined sprints ("Papa, this is so boring, we want Peppa Pig"). They displayed a dismaying inability to hear their manager giving any directions ("Stop touching the screen, this isn't a tablet"). They fought incessantly with the other candidates over 'who called' which chair. They demanded unreasonable perks, such as unlimited Skittles, and Cocoman. One even asked for diaper service. So, despite their aptitude, and genetic makeup I had to give them a hard pass. It didn't help that the oldest of them was 12. If you don't have these challenges, and you do have the aptitude, the skills, and most importantly the desire to completely disrupt the world of accounting and audit please click on the link in the comments.

Attention Hiring Managers: Try our AI-powered Interviewer. A common screening question for hiring Backend Engineers is "Tell me about 3 different types of databases, with pros and cons of each Can you tell our AI Interviewer about 3 different types of databases? Would you use this to save time for screening candidates? Why or why not? AI Link: https://bit.ly/4cqG8iG

Ever heard of AI recruiters? 🤖 Meet Torre.ai! They use AI-powered algorithms to match jobs, candidates, and teams by swiftly analyzing vast amounts of data, identifying patterns, and collaborating with recruiters and hiring managers to bring efficiency to the recruiting process. And guess what?! We've teamed up with Torre.ai to help you achieve just that! Discover how Torre.ai’s solutions, combined with our global hiring expertise, offer a powerful way to attract, nurture, and empower top talent worldwide. Learn more https://hubs.la/Q02yXP0_0

The last 6 months have put IMMENSE pressure on software companies to integrate AI, and the scary truth is that many of them don’t understand it. So they’re just copying what the other guy is doing. Off-the-shelf RAG implementations don’t (and won’t) prevent hallucinations. My co-founder Ashish Agrawal calls it “naive RAG” and, well, no one wants to be naive in the legal industry. So I empathize with the hesitation around the use of artificial intelligence in day-to-day operations. At this point, they aren’t wrong. But the reality is some significant engineering work must be done to solve the hallucination problem, which is why I’m excited about what we’re working on in the background.

Just shipped one of my favorite requested features. Here's what it means for you👇 For individual job postings: - Meet the team before you even apply - Get a feel for the day-to-day work - Understand the role beyond just a text description - See the office or workspace (even if it's virtual!) For entire organizations: - Dive into the company culture - Hear directly from leadership - Get a sense of the overall vibe Why is this cool? We're bringing the job fair experience right to your screen. No more guessing what a company is really like or if a role is truly a fit for you. We're using AI to make job hunting more human. Sounds counterintuitive, right? It's working, driving deeper connection between applicants and hiring organizations *at scale.* The future of hiring is now, only at Kerplunk.

Company reputation absolutely matters when trying to attract top Data, Machine Learning, & AI professionals. Quick story time. A position opened up with one of my clients and I launched a search. I came across an accomplished Staff Data Engineer from big tech and reached out immediately. He responded and told me he wasn’t interested. It turns out before this company was my client, he interviewed with them for a different opportunity and made it to the final round. But after the final interview, he never heard back from them. I let my client know the situation and they addressed it. Didn't happened again. The fact they were willing to eat their mistake and make necessary changes was great to witness. But the point is, candidates remember how they’re treated. Sometimes, occurrences like this lead to poor Glassdoor reviews or being called out on Reddit, Inc. threads for everyone else to see. Ghosting is one thing among many that can negatively impact company reputation. Poor company reputation can be especially detrimental to startups who are trying to build and scale. How's your company reputation and what areas could you use work in?

In this episode of DOS Won't Hunt, Gretchen Jacobi, senior vice president of enterprise with General Assembly; Chris Camicas, head of engineering with DataDome; and Josh Bersin, CEO of The Josh Bersin Company, discuss what the AI component can mean for both hiring managers and job applicants that want to sort out the job market.

Hiring managers, leverage the power of machine learning to understand your hiring preferences and make informed decisions. With GallopHire, optimize your recruitment strategy for success. https://www.gallophire.ai/ #MachineLearning #HiringPreferences #OptimizedRecruitment

Keep up with The Roundup, our weekly newsletter chronicling the latest on our fund, our portfolio companies, and career opportunities in our ecosystem. In this week's edition: > TollBit reports that AI bots are bypassing standard protocols to scrape content > Glossier, Inc. profiled by Bloomberg > Hungryroot named “Editor’s choice” by Fortune > What we’re reading: improving the hiring process for disabled candidates; changing terms of service policies to enable AI; why AI is getting expensive  > Check out our open roles here: https://lnkd.in/e_BSZbSS Read today’s Roundup: https://lnkd.in/e2378Ddm Subscribe: https://bit.ly/30C1o1U